SOCS-350 Week 7 Discussion 2 What’s Good for Business - Get An A

SOCS 350N Week 7 Discussion Question 1 & 2 WEEK 7 PART 1 APPRECIATING OUR DIFFERENCES What Do You Think? Sexual harassment is a very unfortunate situation in the workplace that must ne de alt with proper. First of all we must define sexual harassment, which is “any kind of sexual behavior that is unwelcome & /or inappropriate for the work place or environment. Sexual harassment includes verbal harassment, such as derogatory comments or dirty jokes; visual harassment, such as derogatory or embarrassing posters, cartoons; physical harassment such as inappropriate touching; & sexual favors, such as sexual advances or confrontation with sexual dem& s.” Secondly, in the situation mentioned about the employee who heard the lewd jokes has the, “right to work in an environment that is free of discrimination, intimidation, insult & ridicule. If such a work environment is not provided there is a potential claim for hostile work environment. There is a claim if the sexual harassment unreasonably interferes with the employees work performance or creates an offensive or intimidating work environment. In order to have a claim for hostile work environment, the employee must be able to prove that there was more than a single incident of harassment you may also have to show that the sexual conduct was unwelcome.” In addition, not everything comprise for filing a sexual complaint against another employee. According to the article, “the law does not prohibit all sexual behavior or relationships. For example isolated & trivial behavior does not rise to the level of sexual harassment & consensual conduct is not harassment. Isolated & trivial behavior-The law does not prohibit gender-based behavior that is both isolated & trivial. A sexual joke or an off-h& gender-related comment by itself will not constitute illegal conduct. The United States Supreme Court has said that the law is not intended to be a “general civility code. Consensual conduct- Relationships & conduct which are truly consensual do not constitute sex harassment. Consensual conduct is equally desired, mutually agreed-on, & willingly permitted by both parties. The fact that a person has “voluntarily” submitted to certain conduct; does not inform the other party that the conduct is offensive or undesirable; or, may have benefited from it does not necessarily mean that it is consensual. If the conduct was unwanted by that person, it may constitute harassment.” Certainly, it is important that the employee file a complaint to the supervisor & a journal should also be kept to document the incident. If a complaint is not done the employer can free themselves from all liability. It is also important that the supervisor address the issue so as to create an environment of peace without offensive comments or jokes. This supervisor/ employer should maintain good policies & procedures to deal with problems of this nature. Which may include: Drafting & publicizing an anti sexual harassment policy; Implementing a procedure for employees to follow if they feel they have been the victim of sexual harassment; & Conducting companywide sexual harassment prevention trainings. Retrieve From: